HR Business Partner

Starling Oncology (NASDAQ: STLN) is advancing oncology by delivering highly specialized, value-based cancer care in the community setting. Formerly known as The Oncology Institute, Starling Oncology offers cutting-edge, evidence-based cancer care to a population of approximately 2.1 million patients, including clinical trials, transfusions, and other care delivery models traditionally associated with the most advanced care delivery organizations. With more than 400 employed and network clinicians and over 100 clinics and network locations of care across five states and growing, Starling Oncology is changing oncology for the better. For more information, visit

As an HR Business Partner with Starling Oncology, you will play a vital role in advancing compassionate, patient-centered cancer care by supporting and empowering the people who deliver it. You’ll partner closely with clinical and operational leaders to build a resilient, engaged workforce in a mission-driven environment where every role contributes to saving and improving lives.

Position Summary

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders and teammates within assigned business units. This role partners closely with operational and clinical leaders to support employee relations, performance management, workforce planning, engagement, and organizational effectiveness initiatives.

The HRBP plays a critical role in helping leaders navigate complex people challenges while balancing teammate experience, legal compliance, and business objectives. Success in this role requires strong employee relations expertise, sound judgment, business acumen, and the ability to influence outcomes through coaching and consultation. The ideal candidate enjoys solving complex workplace issues while helping leaders build highly engaged, accountable, and high-performing teams.

Essential Duties and Responsibilities

Employee Relations & Compliance

• Serve as the primary advisor to leaders on employee relations, performance management, workplace conflict, and organizational risk matters.
• Manage and resolve complex employee relations issues while ensuring consistency, fairness, and compliance with company policies and employment laws.
• Conduct thorough, objective, and well-documented workplace investigations involving policy violations, complaints, interpersonal conflicts, and other employment matters.
• Provide guidance to leaders regarding performance improvement plans, corrective actions, terminations, leaves of absence, accommodations, and policy interpretation.
• Partner with legal counsel and Human Resources leadership on complex or high-risk employment matters when appropriate.
• Maintain current knowledge of federal, state, and local employment laws and proactively identify potential compliance risks.

Leadership Coaching & Business Partnership

• Build strong partnerships with leaders across assigned business units and serve as a trusted resource for people-related decisions.
• Coach leaders on teammate performance, accountability, communication, conflict resolution, and leadership effectiveness.
• Consult with leadership regarding organizational challenges and recommend practical solutions aligned with business needs and company values.
• Support leaders in improving team effectiveness, engagement, productivity, and retention.
• Facilitate difficult conversations and assist leaders in managing change effectively.

Talent Management & Workforce Planning

• Partner with leaders on talent planning, succession planning, and organizational development initiatives.
• Support performance management processes, including annual reviews, goal setting, development planning, and talent assessments.
• Identify workforce trends and recommend solutions that improve retention, engagement, and organizational effectiveness.
• Collaborate with Talent Acquisition, Learning & Development, Total Rewards, and other Human Resources functions to support business objectives.
• Assist leaders in identifying individual and team development opportunities.

Analytics & Organizational Effectiveness

• Analyze workforce trends, turnover data, engagement results, and other people metrics to identify opportunities and risks.
• Utilize data and insights to support decision-making and recommend actions that improve teammate and business outcomes.
• Participate in organizational effectiveness initiatives, restructures, workforce planning activities, and change management efforts.
• Support merger, acquisition, and integration activities as needed.
• Contribute to enterprise-wide Human Resources programs, projects, and initiatives.

Additional Responsibilities

• Model company values and foster a culture of accountability, inclusion, and continuous improvement.
• Maintain confidentiality and exercise sound judgment in handling sensitive information.
• Manage department projects and initiatives as assigned.
• Perform other duties and special projects as assigned.

Required Skills and Competencies

• Strong employee relations and workplace investigation experience.
• Excellent coaching, consultation, and influencing skills.
• Strong knowledge of employment law and Human Resources best practices.
• Ability to balance teammate advocacy, legal compliance, and business objectives.
• Strong critical thinking and problem-solving skills.
• Excellent interpersonal, written, and verbal communication skills.
• Ability to build credibility and influence leaders at all levels of the organization.
• Strong conflict resolution and mediation capabilities.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong organizational skills and attention to detail.
• Experience utilizing HRIS systems and workforce data to support decision-making.
• Proficiency in Microsoft Office applications.

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required.
• 5-8 years of progressive Human Resources experience required.
• Demonstrated experience managing complex employee relations matters and conducting workplace investigations.
• Experience partnering directly with leaders regarding performance management, coaching, corrective action, and organizational challenges.
• Experience supporting multi-site, field-based, healthcare, retail, hospitality, or other operationally intensive environments preferred.
• Working knowledge of California, Florida, Arizona, Oregon, and/or Nevada employment law required.
• Multi-state employment law experience preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Physical Requirements

• Prolonged periods of sitting and working on a computer.
• Must be able to occasionally lift and move items weighing up to 15 pounds.

Travel Requirements

• This position may be remote or hybrid, based on business needs.
• Regular travel within assigned markets will be required.
• Up to 25% travel, including occasional out-of-state travel, may be required.

The estimate displayed represents the typical wage range of candidates hired. Factors that may be used to determine your actual salary may include your specific skills, how many years of experience you have and comparison to other employees already in this role.

Pay Transparency for salaried teammates

$70,000—$100,000 USD